CONCLUSION

As a conclusion, after I learn about these three topics I get more knowledge and information about the system can I use when I have a human resource position. The three web based; web based compensation, web based learning, training and development and web based occupational safety and health are important to human resource department to handle and arrange their employee. The web based also can give to them to easy in do their work.

This knowledge I can apply in my future job. In addition, as a human resource person I must learn more about the system of human resource system to applying in future job. Lastly, thanks for Dr. Roya because give opportunity to my group to handle the activity and presentation in class.

WEB BASED OCCUPATIONAL SAFETY AND HEALTH

In class human resource information system with Dr. Roya about web based occupational safety and health. Have two group presenters present about this topic in class. In addition, after the presenter presents this topic we have to do the activities in class. Dr. Roya give question to we answer that question. The question is about function of web based occupational safety and health.

Many function of web based occupational safety and health. The function is promoting safety and health in the community, education and training, consultancy services, research and strategies development and information dissemination. In additional, There are six main elements of OHS management system specified are as follows policy, organizing, planning and implementing, measuring performance, audit and initial and periodic status review.

Safety and health is an important in organization to guide the safety and health of employee. In the world many organization and government prepared the occupational safety and health at work. Such as, the National Occupational Health and Safety Commission in Australia, the Occupational Safety and Health Administration in the United States, the Health and Safety Commission in the United Kingdom, and the Occupational Safety and Health Council in Hong Kong. This is to recover their human resource in the organization.

The digital tools for managing safety and health such as online databases, warning technology and so on to apply for site hazard prevention and safe project delivery. The construction safety and health monitoring system is a system was created to construction activities that require immediate corrective action.

Lastly, I also get information about the advantage and disadvantage of web based occupational safety and health. The advantage when the company using the web based of safety and health is increase the organization productivity by increase the operational efficiency and then the operational cost can be saved. The web based occupational safety and health system also help to increased access to new customers. The web based safety and health also capable to reducing the significant amount of time for data collection and dissemination of collated data.  But the data in web based potential to lose because of the lack of security.

WEB BASED LEARNING, TRAINING AND DEVELOPMENT

This topic present by shalini’s group in human resource information system class. Web based learning, training and development is an important aspect of human resource department in organization. Learning, training and development for skill and knowledge of employee. In addition, learning, training and development also to develop employees for future position.

The presenter cover the topic is about components and function of web based learning, training and development. In addition, the presenter also present about human resource information system application in learning, training and development system. Every system in human resource information system has advantage and disadvantage. Web based learning, training and development can give implication for management.

Web based of learning, training and development can help the employee manage their stress due to work overload. In addition, the web based also to ensure the employees can keep on competitiveness and will perform in their work. Development program is conducts in order to preparing the employees with their future work.

Five component in web based of learning, training and development to help human resource to do their work effectively. The component is program evaluation, employee personal information, performance before training, training course and training transfer. Learning management system to deliver main features is delivery training content, tracking of trainee performance, and management of online learning and provision of tools for student collaboration.

In addition, I also learn about model of web based learning, training and development. The model describes four stages. The first stage is identifying training and development needs. The human resource department must identify the gaps of knowledge, skill and ability of employee. After the human resource can identify the gaps, they must design the training and development it about what the employee must learn to help them in the gaps? What method to use in training?. After design, they should implement the plan. Lastly in the model stage, they must evaluate the learning, training and development.

In addition, in this topic I also can see about the system of learning such as e-learning. E-learning refers to any learning facilitated using electronic means. The example of e-learning method is open distance learning (OLD), virtual learning environment (VLE), multimedia based training (MTB) and so on.

Web based learning, training and development have a learning management system (LMS). Learning management system is a software application for the administration, documentation, tracking, reporting and delivery of education courses or training programs.

The web based learning, training and development can reduce cost and time, the system also can improve computer skill, also can provide variety instructional environment. But the company has to make the system with the organization needs it expensive to purchase, implement and maintain.

WEB BASED COMPENSATION PLANNING

Last week at class Human Resource Information System (HRIS) has a group presentation present about web based compensation planning. The presenters give more information about web based compensation planning.

The presenters present more about web based compensation such as the definition of web based compensation planning. They also share information about component of web based compensation, the benefit of subsystem in web based compensation. In addition, the presenters also tell about function and applications of web based compensation planning in organization. Every system or web based has their advantage and disadvantage like a web based compensation planning.

  First of all, web based compensation is a web approach to arrange of compensation tools that enable an organization. Web based of compensation planning can fixed the bonus, pay wages. The web based compensation planning also can help the organization in cost of living adjustment. It also can fixed equity adjustment of organization.

In addition, web based of compensation planning also an give more function and application to help human resource department of organization in do the work. The web based compensation planning give to organization to do job evaluation and pricing. Much more function of web based compensation is helping the human resource in compensation management. In addition, the webs based also can cobra compliance.

The web based compensation planning also defined about benefit plan and benefit statement. The benefit plan has three types. This type is flat benefit plan, unit benefit plan and variable benefit plan. The benefit statement is a document issued of the entity managing a person retirement plan to the plan’s participants.

The web based of compensation planning is good to use in to create report and presentation. In addition, the web based compensation planning also can improve effectiveness of the accuracy of information or also technology that can simplify the process. The web based compensation planning also good in business context, the web based can streamline the administration of employee compensation and benefit. The web based of compensation planning also enables the end users to tap a broad range of human resource information to adjust to changing demands.

I think the web based compensation planning can to be the strategic integration of human resource management. This is because the line management and employee can implement the strategies, policies and practices in organization. In addition, it also good for both when using the web based because it can reduce time in doing the compensation work.

INTRODUCTION

As a human resource development I must know about human resource information system to help I in do the work related the human resource. Have three web based can I use in do the work related human resource. The web based is web based compensation planning, web based occupational safety and health and web based learning, training and development.

Web based of compensation represents a web-enabled approach to an array of compensation tools that enable an organization to gather, store, manipulate, analyze, utilize, and distribute compensation data and information. The web based learning, training and development does help managers in terms of selecting the right trainees, analyzing the types of training needed, preparing the materials, venue and much more.

Implemented web based occupational safety and health contributes to the increasing productivity of the employee. This is because safety and health at the workplace are the important aspect to concentrate on in order to reduce the operational cost, medical claims by employee and reduce the injuries or incident that might happen in the workplace.

Conclusion

In conclusion, I would say that, I learn a lot during my study in this class. After I study about competitive advantage I can get more information how to use competitive strategies in adopt force. I also can do recruit effectively after I learn about process of recruitment.

Lastly it increase my understanding about how a HR manager play its function in an organization. HR issue has become more concerned by an organization not only for the purpose to be able to competitive with competitors but it will also help organization to build up their businesses in worldwide with their effective HRIS that have implemented.

Human Resource Recruiting and Staffing

Based on what I learnt in Dr Roya class about Human Resource Recruiting and Staffing. Dr. Roya explain about function of recruitment and staffing in human resource. In addition, about method to recruit human resource and also about advantage and disadvantage of recruiting. In Human Resource Information System HRIS to get suitable human resource in organization to do the work must do recruitment and staffing and also selection. To do get good recruit must follow recruitment process.

According Wikipedia recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. Recruitment is the process of having the right person, in the right place, at the right time. Recruitment process is an important process in selecting workers. Nowadays, the collection of potential employees can be made online or manual depends on the organization. The data obtained will help the organization to get qualified workers to fill the available vacancies. This online collection will be utilized by organizations to obtain information on the applicant to facilitate the process of selection.

If implement the Recruitment component, it can recruit personnel based on the requirements. That can increase the amount of available applicants to the enterprise and include them in the selection procedure for vacancies by advertising for personnel. In addition, it can give ability to meet personnel requirements is key for enterprises. When do recruitment it can distribute tasks and responsibilities to different people involved in the recruitment process.

 Recruitment to remain competitive in global environment, organizations are searching for more efficient and effective means of acquiring and maintaining a highly qualified workforce. A productive strategy for meeting this goal has been use of technology, especially the Internet. E-Recruitment is the process of personnel recruitment using electronic resources, in particular the internet.

Online recruitment is the process of matching people to appropriate jobs, using the Internet. Recruitment can save companies cost when do in online recruitment. It also can decrease cycle time and increase the efficiency of the process by allowing organizations to spend less time gathering and sorting data. In addition, the information gathered during the recruitment process shapes the expectations that lead to psychological contract fulfilment, which directly affects employee satisfaction and retention rates.

Actually have more process or flow in recruitment process. The process it’s depend on the organization. But, this is a simple of process in recruitment process. Firstly is application process is to gain an insight into the skills, abilities and experience you have. Second is select and appoint the most suitable and available applicant for the job. After select it can get decision this is information from the application and selection process is gathered to select the most suitable and available person. Last process is result about Successful and unsuccessful candidates are sent letters to notify them of the outcome of the recruitment process.

Information and Competitive Advantage

This topic Dr. Roya have teach about to understand how competitive advantage is created is critical to the development of a firm. Dr. Roya also given explanation to identify basic competitive strategies and explain how a business can use information technology (IT) to confront the competitive forces.

Information technology (IT) plays a major role in reengineering most business processes firstly it can substantially increase process efficiencies, information technology also can improves communication. In addition, information technology also can give facilitates collaboration. Information technology can change the way businesses compete. When use IT in strategic information system that can help organization in gain a competitive advantage, reduce a competitive advantage and it can also meet other strategic enterprise objectives.

In this topic also can learnt about competitive strategies. Competitive strategies is on industry structure and competitor analysis in a variety of industry environments, through it contains many implication for competitive advantage (Micheal E. Porter, 1985).  Five competitive strategies is explain about cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy. Firstly about cost leadership is generating an advantage by producing at a lower cost and the increase profit margins. Differentiation strategy is about differentiate a firm’s products from its competitors it also focus on a particular segment.

 Before learnt about competitive strategies it must learnt about competitive force. Competitive force is a part in competitive advantage. According Wikipedia, competitive force is group of firm that market their product by offering consumers greater value with lower price and providing greater benefit and service to client.

According Michael Porter's Five Forces Model explains that there are five forces that determine industry attractiveness and long-run industry profitability. These is competitive force is  first rivalry of competitors within its industry is more intense where there are many small or equally sized competitors; and rivalry is less when an industry has a clear market leader. Second is new entrants into an industry and its markets can give an effect the level of competition whereby reduce customer dependence on the existing company. Next is substitute products that may capture market share is a product from another industry that offers similar benefits to the consumer as the product produced by the firms within the industry. Next is bargaining power of customers is about people create demand in organization. Lastly is bargaining power of suppliers supply material and other product into the organization.

As a conclusion, competitive advantage also have force and that force can reduce when we have good strategy. So, I must study a lot about this topic to get more knowledge that can give me advantage to manage my job in future.

HRIS SYSTEM AND SYSTEM ARCHITECTURE

Based on what I have learnt in Dr. Roya class about Human Resource Information system (HRIS) and system architecture. HRIS architecture allows employee and manager to enter performance data display and analyse it for trends overtime and use the data as input for both the employee’s personal development plan (Steve Werner at. Al.). In class Dr. Roya teach about three basic model about HRIS system and system architecture. The system is standalone system model, data warehouse model and single integrated system model. Let see one by one about this three basic model.

Firstly, about standalone system model. The standalone system model operate the unit reporting the information independently. This system clearly identifies a company as a Multinational HRIS model. This system is ultimately localized and highly decentralize. This system is quite difficult to analysis data because taking a lot of time and effort. It also only little control at the center. In additional, this model is difficult because the information is not easily to be sent to the HQ.

Second system is data warehouse model. Data warehouse model use the same soft to runs all the units in each region or country. This system focus on identify international model that is focused on sharing. In additional, all the data warehouse model it is an intermediary from global system to multinational system. A data warehouse constructed from an integrated data source systems the integrated data source systems may be considered to be a part of a distributed operational data store layer. The data warehouse can integrate data from multiple source systems, enabling a central view across the enterprise.

Last but not list system is single integrated system model. Single integrated system model to identify characteristics arranged in the broad categories of data issues, application issues, presentation issues, and operational issues. This system has networking each other. In additional, this system identify global and transnational model that highly centralized and standardized which minimizes the need of the local business units. This system also focus on headquarters and connected with every region or country.

In conclusion, HRIS system and system architecture have a weakness and strength. When any company use the system, the company must choose good system model. In additional I also must learnt and investigate more about HRIS system to know more knowledge about HRIS system and system architecture to apply in my job after I graduate.

About Me

Hi, my name YUSNI BINTI YAHAYA. I was born on 6th of December 1990 in Kedah. My hometown is Kulim which is the small town located in Kedah. For now, i'm a full time student of Bachelor of Science Human Resource Development at Faculty of Management and Human Resource Development.in UTM, Skudai. I'm third year student.

Before i study in UTM i'm STPM student from year 2008 until 2009. Before i waiting for STPM result i have experience in work at bakery shop and production operate. After that i get a result to continue my studies at UTM.

I like course Human Resource Development because it can give me chance to achieve my ambition as a Human Resource Manager or Trainers.